FOR RECRUITMENT
Why you must include Assessment in your recruitment process.
Only a solid recruitment and selection policy will guarantee you appoint the best candidate, based on merit and best-fit with your organizational goals.
Good reasons for having such a policy are to ensure:
- Job descriptions meet business requirements
- Candidates are assessed against consistent selection criteria at every stage
- The candidate can be confident it is a genuine job offer
- The process can be followed by all stakeholders.
Only the use of assessment can ensure you get these results.
You don’t want to bear the consequences of a biased recruitment.
A good recruitment and selection policy will also require that hiring managers use pre-determined criteria at all stages of the recruitment process, thereby reducing the risk of bias or discrimination. Adherence to such a policy will not only ensure you job applicants are treated fairly but will also greatly increase your chances of securing the best possible people for your organization.
Given how increasingly similar CVs are, psychometric tests provide valuable help to companies by giving them objective information on those aspects that are often difficult to evaluate through other means. They allow recruiters to save time and money and reduce recruitment errors which could otherwise turn out to be a costly affair for your organization.
Psychometric tests aim to measure attributes like intelligence, aptitude, behavior and personality. They provide you with an insight into how well candidates work with other people, how well they handle stress, and whether they will be able to cope with the intellectual demands of the job
When do we use psychometric tests in the recruitment process?
We use psychometric tests before the actual face-to-face interview, i.e. only after the initial sifting of CVs and the first telephonic interview has been completed. We can get an access to a whole lot of information that we could not otherwise get from the CV and cover letter alone. You can then use this data as a basis for discussion in the interview.
During the interview, the recruiter can confirm and validate the test results. For example, if a test shows that a candidate has good innovation skills, the recruiter can question them on this to understand and find out how the candidate has brought about innovation in their previous jobs.